HR Administration

Dear Workforce How Do We Cope When Human Resources Is the Problem?

By Staff Report

Sep. 7, 2011

Dear On Edge:

Bullying is both a potential cause and classic warning sign of physical violence. Most federal agencies include policies that address this. The U.S. Office of Personnel Management specifically prohibits “not only acts of physical violence, but harassment, intimidation and other disruptive behavior” in its workplace.

Make it your task to advocate for the development of a policy designed to prevent workplace violence at your company. Get senior management to commit to the policy.

Drafting a policy is one thing, but you also must ensure that it is effectively communicated–and reiterated–to all personnel. Perhaps emphasize the policy, and the reasons for its existence, during violence-prevention or code-of-conduct training sessions.

Third, ensure that the policy is consistently enforced. Here you will need the active participation of the human resources staff and the management team. It may very well entail changing your organizational culture. Management training sessions that clearly convey the devastating consequences of all forms of (and precursors to) violence, including bullying, should help.

If changing your corporate culture proves impossible, however, then at least offer employees some assertiveness training. That should help them learn to stand up to organizational bullies.

SOURCE: Don and Sheryl Grimme, coauthors, The New Manager’s Took Kit.

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

Ask a Question

Dear Workforce Newsletter

What’s New at

blog workforce

Come see what we’re building in the world of predictive employee scheduling, superior labor insights and next-gen employee apps. We’re on a mission to automate workforce management for hourly employees and bring productivity, optimization and engagement to the frontline.

Book a call
See the software

Related Articles

workforce blog


Minimum Wage by State in 2023 – All You Need to Know

Summary Twenty-three states and D.C. raised their minimum wage rates in 2023, effective January 1.  Thr...

federal law, minimum wage, pay rates, state law, wage law compliance

workforce blog

HR Administration

Is your employee attendance policy and procedure fit for purpose?

Summary: Lateness and absenteeism are early warning signs of a deteriorating attendance policy. — More ...

compliance, HR technology, human resources

workforce blog

HR Administration

Clawback provisions: A safety net against employee fraud losses

Summary Clawback provisions are usually included as clauses in employee contracts and are used to recou...

clawback provisions, human resources, policy